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High-commitment work systems and employee voice: A multilevel and serial mediation approach inside the black box

机译：高承诺工作系统和员工语音：黑匣子内的多级和串行调解方法

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Purpose Although scholars have suggested that employees often carefully consider social contexts before enacting voice, few studies have explored whether firms foster employee voice behavior by adopting a set of systematic HR practices, namely, high-commitment work systems (HCWS). By integrating the literature on HCWS and voice, the purpose of this paper is to explore the mechanisms of how HCWS utilization influences employee voice. Design/methodology/approach The authors adopted multilevel analyses with HLM software to examine the research hypotheses. The authors collected data from a sample of 290 employees and 58 line managers from 11 software design and development firms in China. Findings HCWS utilization positively affected employee-experienced HCWS which enhanced psychological safety and perceived organizational support, and in turn employee voice behavior. In addition, HCWS utilization positively influenced employee-experienced HCWS, and subsequently increased voice efficacy. However, contrary to the expectations, voice efficacy was not related to employee voice. Originality/value The study is the first to integrate research on HCWS and voice. By building on the theory of planned behavior, the authors provide new insights into the relationship between HCWS utilization and employee voice and inspire researchers to elucidate other explanatory mechanisms in this link.
机译：宗旨虽然学者们建议员工经常在颁布声音之前仔细考虑社会背景，但很少有研究通过采用一套系统的人力资源实践，即高承诺工作系统（HCW），探索公司是否培养员工语音行为。通过将文献集成在HCW和语音上，本文的目的是探讨HCWS利用率如何影响员工语音的机制。设计/方法/方法作者通过HLM软件采用多级分析来检查研究假设。作者收集了来自中国的11个软件设计和开发公司的290名员工和58个线路管理员的数据。调查结果HCWS利用积极影响的员工经验丰富的HCW，增强了心理安全和感知组织支持，而员工的语音行为。此外，HCWS利用积极影响员工经验丰富的HCW，并随后增加了语音效力。然而，与期望相反，语音效能与员工的声音无关。原创性/价值研究是第一个集成了对HCW和语音的研究。通过建立计划行为理论，作者向HCWS利用率和员工语音之间的关系提供了新的见解，并激发了研究人员，以阐明此链接中的其他解释机制。

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